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1、QUARTERLY WORKFORCE RESEARCH REPORTJANUARY MARCH 2023An employees pay is quantifiable but how much do we know about how people feel about their pay and what kinds of behaviors those feelings relate to?In This Issue Of Today at Work.02QUARTERLY WORKFORCE RESEARCH REPORT1What Is The Truth About Pay?2H
2、appening Now in People Analytics3This Quarters Employee Sentiment ScorecardAbout Today at Work:Today at Work is a quarterly workforce report that blends ADPs extensive data set representing 25 million people with monthly worker sentiment surveys from a stratified random sample of 2,500 workers to pr
3、ovide a recurring,people-centered,and comprehensive view of the world of work.Today at Work presents a complete view of the employees job lifecycle rooted in data from every career touchpoint,coupled with surveys that capture how people feel about the workplace and how those feelings drive their act
4、ions.The mission of the ADP Research Institute is to generate data-driven discoveries about the world of work and derive reliable economic indicators from these insights.We offer these findings as our unique contribution to making the world of work better and more productive,and to bring greater awa
5、reness to the economy at large.Learn More At www.ADPRI.org03QUARTERLY WORKFORCE RESEARCH REPORT04QUARTERLY WORKFORCE RESEARCH REPORTDr.Nela Richardson is chief economist of ADP and co-head of the ADP Research Institute,leading Labor Market Research.She serves on the foundation boards for the U.S.Cha
6、mber of Commerce and the National Association for Business Economics,and is a member of the Bureau of Economic Analysis Advisory Committee and the Conference of Business Economists.Prior to joining ADP Research Institute,she was a principal and investment strategist at Edward Jones Investments and c
7、hief economist at Redfin,Corp.,a real estate brokerage and technology company,where she led a team of data scientists,economists,and writers to track trends in the housing market.Nela earned a doctorate in economics from the University of Maryland-College Park with concentrations in financial econom
8、ics,international finance,and economic development.She obtained a masters degree in economics from the University of Pennsylvania and a bachelors degree from Indiana University in Bloomington,where she was a triple major in mathematics,economics,and philosophy.Nela Richardson,Ph.D.*Chief Economist,A
9、DP and Co-Head of ADP Research InstituteMarcus Buckingham is a best-selling author and co-head of the ADP Research Institute.Building on nearly two decades of experience as a senior researcher at the Gallup Organization,he has focused on finding the most reliable ways to measure employee engagement,
10、team effectiveness,leader effectiveness and performance.He brought his data-based discoveries to build a tech company focused on helping people find and leverage their strengths at work.He is the author of two of the best-selling business books of all time and has two of Harvard Business Reviews mos
11、t circulated,industry-changing cover articles.His strengths assessments have been taken by more than 10 million people worldwide and used to help individual contributors,leaders and teams better understand and utilize their strengths to perform at their best.Marcus joined the ADP Research Institute
12、in 2017 to lead People+Performance Research,where he has spearheaded global studies on Employee Engagement,Workplace Resilience and Inclusion.He sits on Harvard Business Reviews editorial advisory board.*Registered representative of ADP Broker Dealer,Inc.(ADP BD),Member FINRA,an affiliate of ADP,Inc
13、.,One ADP Blvd,Roseland,NJ 07068 and Principal Investment Strategist for ADP Strategic Plan Services,LLC(SPS)an SEC Registered Investment Adviser.Registration does not imply a certain level of skill or services.Marcus BuckinghamNYT Best-Selling Author and Co-Head of ADP Research InstituteAbout The A
14、uthors:Ben Hanowell joined the ADP Research Institute in July 2021.As an anthropologist and people analyst,he studies the decisions people make about where,when,and how they work.He also studies the decisions companies make about workforce management,relying on data from human capital management sys
15、tems,surveys,public datasets,and in-depth interviews.Before joining ADP Research Institute,Ben was a senior data scientist at Amazon studying one of the worlds largest private workforces.He developed algorithms to measure and predict which package-delivery contractors were most willing to work.Befor
16、e joining Amazon,Ben worked at A Place for Mom,a senior-living referral service,and Redfin Corp.,the tech-powered real estate brokerage.Bens inter-disciplinary graduate research at the University of Washington was funded by the National Science Foundation,the National Institute of Child Health and D
17、evelopment,and a Fulbright Scholarship.Ben HanowellDirector of People Analytics ResearchMary Hayes,Ph.D.Research Director05QUARTERLY WORKFORCE RESEARCH REPORTFrances Chumney,Ph.D.Senior Researcher for Psychometric MethodsDr.Frances Chumney joined the ADP Research Institute in March 2018.In addition
18、to her role as psychometrician for the institute,Frances is Head of Applied Research and Measurement for TMBC an ADP Company.Frances research is focused on the consequences of design and method on the development of measurement tools and the interpretations of their findings.This line of inquiry rep
19、resents the intersection of her expertise in the psychology of survey response,measurement,quantitative analysis,and statistical modeling.Before joining ADP,Frances taught statistics and research methods.Prior to that,she served as methodologist for large-scale grants funded by the U.S.Department of
20、 Education and other government agencies.Frances earned master-and doctoral-level degrees in Quantitative,Qualitative,and Psychometric Methods and a doctoral minor in Survey Research and Methodology from the University of Nebraska Lincoln.Dr.Mary Hayes joined the ADP Research Institute in January 20
21、18.She earned a Ph.D.in Educational Leadership from the University of Nebraska Lincoln in 2018.Her masters degree in Educational Psychology from the University of Nebraska Lincoln was focused on qualitative,quantitative and psychometrics methodology with additional work in survey research methodolog
22、y.Both of Marys degrees focus on the psychology of people and how these people flourish though positive psychology.Marys research focus has been on engagement,turnover,knowledge worker performance,and teams in the workplace.Mary has partnered with Marcus Buckingham for more than a decade to design a
23、nd implement valid and reliable tools to help workers get more out of their work experiences.Prior to her time at ADP Research Institute,Mary served as the Innovation and Impact Director at Creighton University School of Pharmacy and also provided consultation services in HR management and human per
24、formance.06QUARTERLY WORKFORCE RESEARCH REPORTLiv Ye Wang is a senior data scientist at ADP Research Institute,having joined the team in 2017.She manages company-wide data mining and analytics initiatives,identifying relevant data from client systems and platforms.Liv is the driving force behind ADP
25、s monthly Pay Insights report.She also has conducted research on remote work and the gig economy.With masters degrees in economics from Fordham University and CUNY Graduate Center and a bachelors degree in economics from Shanghai University of Finance and Economics,Liv is now pursuing a doctorate in
26、 economics at CUNY Graduate Center.Before joining ADP Research Institute,Liv was an economics intern at the Port Authority of New York and New Jersey,where she developed business forecasts for the aviation division.She also taught finance and macroeconomics classes at Hunter College,City College of
27、New York,and Baruch College.Liv WangSenior Data ScientistJeff Nezaj joined the ADP Research Institute in April 2017.As a director of analytics with nearly twenty years of experience,he mines ADPs vast repository of payroll data to provide valuable insights into the labor market.Prior to joining ADP
28、Research Institute,Jeff held leadership positions at direct-to-consumer marketing and financial services companies.At Univision Communications,Jeff led the enterprise business units analytics group,where his valuable data insights helped guide customer strategy.In a previous position at Guthy-Renker
29、,a direct marketing company,Jeff played a key role within customer analytics,providing insights that resulted in a better understanding of customer behavior across all direct-to-consumer products.A native New Yorker,Jeff received a bachelors degree in engineering from the New York University Polytec
30、hnic School of Engineering and a masters degree in statistics from Columbia University.Jeff NezajPrincipal Data ScientistWhat is the truth about pay?Section 1:Do people feel paid fairly for the work they do?Which industries are most dissatisfied with their pay,and which are the happiest?Does gender
31、affect ones feeling about pay?How about ones race,or education level,or part-time versus full-time status,or the length of ones tenure within an organization?Besides,why should any of us care about how workers feel about their pay?What negative or positive outcomes does a feeling of inequity drive i
32、n the workplace?For the first time,ADP Research Institute is able to answer these questions and more about peoples feelings about their pay to provide data-based insights into what those feelings can then affect.n employees pay is quantifiable but how much do we know about how people feel about thei
33、rtheir pay and what kinds of behaviors do those feelings relate to?A07QUARTERLY WORKFORCE RESEARCH REPORTSECTION 1-WHAT IS THE TRUTH ABOUT PAY?Pay Equity:Where do we stand?08QUARTERLY WORKFORCE RESEARCH REPORTEvery month,ADP Research Institute asks a stratified random sample of 2,500 U.S.workers to
34、respond to the following statement about their pay:“My pay is fair for the work that I do.”The respondents are offered a simple binary response scale;they can answer“yes”or“no”to the statement.Below you will see the percentage of people who respond“no”they do not believe their pay is fair.SECTION 1-
35、WHAT IS THE TRUTH ABOUT PAY?%of people who believe they are paid unfairlyAlthough it varies a little throughout the year,on average 1 out of 3 workers surveyed believe their pay is not fair.25%JAN 2022FEB 2022MAR 2022APR2022MAY2022JUN2022JUL2022AUG2022SEP2022OCT2022NOV2022DEC2022JAN202330%10%20%15%5
36、%0%35%40%29332322729293209QUARTERLY WORKFORCE RESEARCH REPORTSECTION 1-WHAT IS THE TRUTH ABOUT PAY?Below youll find the percentage of people who responded“no”their pay is not fair.How workers feel about Pay Equity by Industry40%30%20%10%0%50%of people who believe they are paid unfairly by
37、 IndustryApproximately 2 out of every 5 workers in Education,Healthcare and Healthcare Support do not believe that they are paid fairly.It is concerning that three of the highest concentrations of pay inequity are in these industries the people who are teaching our children and caring for those in i
38、ll health are the least likely to feel that they are paid fairly.EDUCATION41TRADE35HEALTHCARE35HEALTHCARE SUPPORT35OTHER INDUSTRIES33LEISURE AND HOSPITALITY33TRANSPORTATION32FOOD SERVICE30APP BASED28MANUFACTURING28PROFESSIONAL SERVICES28INFORMATION24FINANCE23REAL ESTATE22CONSTRUCTION20TECHNOLOGY17JA
39、N 2022MAR 2022MAY 2022JUL 2022SEP 2022OCT 2022NOV 2022DEC 2022JAN 2023FEB 2022APR 2022JUN 2022AUG 2022What do peoples feelings about their pay affect?10QUARTERLY WORKFORCE RESEARCH REPORTThere is a relationship between peoples feelings about their pay and whether they say they intend to leave their
40、organization.The graph below shows the percentage of leavers and non-leavers who believe theyre unfairly paid.Pay Equity and Intent to LeaveNON-LEAVERSLEAVERS%of people who believe they are paid unfairly by their Intent to LeaveA workers feeling about Pay Equity has a relationship with their willing
41、ness to leave their organization.The graph below shows the relationship between pay and intent to leave.SECTION 1-WHAT IS THE TRUTH ABOUT PAY?380404038373643434240%30%20%10%0%50%11QUARTERLY WORKFORCE RESEARCH REPORTPay Equity to Company Talent Brand(Individual Contri
42、butors)Individuals who believe their pay is fair are 2.8x more likely to be a promoter of the companys talent brand than those who do not.Pay Equity to Company Talent Brand(Managers)Individuals who believe their pay is unfair are 2.9x more likely to be a detractor than those who do not.Managers who
43、believe their pay is fair are 2.9x more likely to be a promoter of the companys talent brand than those who do not.Managers who believe their pay is unfair are 3.0 x more likely to be a detractor than those who do not.Pay Equity and Talent BrandAs part of our ongoing monthly sentiment survey of 2,50
44、0 workers,ADP Research Institute asks people how likely they are to recommend their employer to friends and family as a place to work.In the two graphs below,you can see the relationship between workers feelings of being paid fairly and their likelihood to promote the companys talent brand or detrac
45、t from the companys talent brand.The first graph shows individual contributors,and the second graph shows managers.SECTION 1-WHAT IS THE TRUTH ABOUT PAY?40%50%60%70%80%90%30%20%10%0%100%DETRACTORSPASSIVEPROMOTERSPAID UNFAIRLYPAID FAIRLYPAID UNFAIRLYPAID FAIRLY4426544451512QUARTERLY WORKFO
46、RCE RESEARCH REPORTAs part of our ongoing monthly sentiment survey of 2,500 workers,the ADP Research Institute asks 10 questions to reliably measure Workplace Resilience.Those questions can be found in the Workplace Resilience Study full report.As you can see in the graph below,there is clearly a re
47、lationship between peoples feelings about their pay and their level of Resilience.Pay Equity and ResilienceAs part of our ongoing monthly sentiment survey of 2,500 workers,the ADP Research Institute asks eight questions to measure employee Engagement.These questions can be found in our Definitive Se
48、ries:Employee Engagement full research report.Using this ongoing measure of Engagement,we can see a clear link between peoples feelings of Pay Equity and their levels of Engagement.Pay Equity and EngagementSECTION 1-WHAT IS THE TRUTH ABOUT PAY?%of people who believe they are paid unfairly by Resilie
49、nce%of people who believe they are paid unfairly by EngagementSimilar to Engagement,there is a correlation between being Highly Resilient and feeling that ones pay is fair.Those who believe their pay is unfair are 3.8x more likely to not be Highly Resilient.Pay Equity is clearly a differentiator for
50、 Engagement.Workers who believe their pay is not fair are 3.4x less likely to be Fully Engaged.40%50%60%70%80%90%30%20%10%0%100%PAID UNFAIRLYPAID FAIRLYPAID UNFAIRLYPAID FAIRLY9252591927575COMING TO WORKVULNERABLEFULLY ENGAGEDHIGHLY RESILIENT813QUARTERLY WORKFORCE RESEARCH REPORTAs part of our ongoi
51、ng monthly sentiment survey of 2,500 workers,the ADP Research Institute asks 12 questions to measure an employees feelings of Inclusion.Those questions can be found in the Measuring the“I”in DE&I full report.Pay Equity and InclusionSECTION 1-WHAT IS THE TRUTH ABOUT PAY?There is a clear correlation b
52、etween a persons feeling of Pay Equity and their feeling of Inclusion.For those who report being Strongly Connected,they are 2.5x more likely to also believe they are paid fairly.And those who feel“Not Connected”are 2.5x more likely to report their pay is unfair.In summary,while we do not necessaril
53、y know which comes first,we do see meaningful relationships between peoples feelings about their pay,and their likelihood to advocate for their companys talent brand,their level of Engagement,their level of Resilience,and their feelings of Inclusion.%of people who believe they are paid unfairly by I
54、nclusion40%50%60%70%80%90%30%20%10%0%100%PAID UNFAIRLYPAID FAIRLYNOT CONNECTEDNEUTRALSTRONGLY CONNECTEDWhat affects peoples feelings about their pay?Which characteristics of a person affect their feelings about pay?What factors can cause someone to believe they are paid fairly?What is par
55、t of their mental calculation when they think about answering that question?14QUARTERLY WORKFORCE RESEARCH REPORTThere are some things that do not seem to matter when it comes to evaluating whether a worker believes their pay is fair or not.SECTION 1-WHAT IS THE TRUTH ABOUT PAY?What does NOT seem to
56、 relate to ones feeling of Pay Equity?15QUARTERLY WORKFORCE RESEARCH REPORTA persons race does not seem to relate to their feeling of Pay Equity.Race10%JAN 2022FEB 2022MAR 2022APR2022MAY2022JUN2022JUL2022AUG2022SEP2022OCT2022NOV2022DEC2022JAN202320%0%30%40%RACIAL MINORITYNON-RACIAL MINORITYSECTION 1
57、-WHAT IS THE TRUTH ABOUT PAY?%of people who believe they are paid unfairly by Racial Minority StatusAlthough there is some variation during the course of the year,in general,ones racial minority status does not seem to factor into ones feeling about pay significantly.As you can see on the next page,
58、this holds true regardless of a persons specific racial group.2628283333333432323272727262523242830323130%FEB 2022MAR 2022APR2022MAY2022JUN2022JUL2022AUG2022SEP2022OCT2022NOV2022DEC2022JAN202335%25%20%15%10%5%0%40%WHITEBLACK OR AFRICAN-AMERICANASIANHISPANIC16QUARTERLY WORKFORCE RESEARCH R
59、EPORT%of people who believe they are paid unfairly by Racial GroupsSECTION 1-WHAT IS THE TRUTH ABOUT PAY?323226252727272828333432826292825252624303233333430323226292934352927333339402730322517QUARTERLY WORKFORCE RESEARCH REPORTSECTION 1-WHAT IS THE TRUTH ABOUT PAY?As part of our ongoing m
60、onthly sentiment survey of 2,500 workers,ADP Research Institute asks people to respond to this statement:“I am currently experiencing discrimination in the workplace.”In the graph below,you can see that there is not a strong relationship between people who answer“yes”to the question above,and the pe
61、ople who answer“no”to the question of being paid fairly.Discrimination25%JAN 2022FEB 2022MAR 2022APR2022MAY2022JUN2022JUL2022AUG2022SEP2022OCT2022NOV2022DEC2022JAN202330%10%20%15%5%0%35%40%of people who believe they are paid unfairly by DiscriminationFACING DISCRIMINATIONNO DISCRIMINATION29273530292
62、929293023322829293218QUARTERLY WORKFORCE RESEARCH REPORTA workers level of education also does not appear to affect how they feel about their pay.Although tenure does seem to relate to measures of Engagement and Inclusion,a workers time with a company tells us little about thei
63、r feelings on Pay Equity.Education LevelTenure%of people who believe they are paid unfairly by Education%of people who believe they are paid unfairly by TenureSECTION 1-WHAT IS THE TRUTH ABOUT PAY?40%0%40%30%20%10%0%LESS THAN A YEARHIGH SCHOOL DIPLOMA/GEDSOME COLLEGE,NO DEGREE2-YEAR DEGREE4-YEAR DEG
64、REEPROFESSIONAL OR ADVANCED DEGREE1-2 YEARS3-4 YEARS5-6 YEARS7-8 YEARSMORE THAN 8 YEARS3029293433230%20%10%In contrast,what DOES relate to feelings of pay equity?19QUARTERLY WORKFORCE RESEARCH REPORTThe following characteristics do factor into what someone thinks about their Pay Equity.SE
65、CTION 1-WHAT IS THE TRUTH ABOUT PAY?Some factors do play a role in feelings about Pay Equity.Across a full year,women are,on average,1.6x more likely to feel they are NOT paid fairly.Gender%of people who believe they are paid unfairly by GenderMALEFEMALEJAN 2022MAR 2022MAY 2022JUL 2022SEP 2022OCT 20
66、22NOV 2022DEC 2022JAN 2023FEB 2022APR 2022JUN 2022AUG 202232424242423236363737373535384040%30%20%10%0%50%20QUARTERLY WORKFORCE RESEARCH REPORTSECTION 1-WHAT IS THE TRUTH ABOUT PAY?30%35%40%45%20%15%10%5%0%25%REMOTEONSITEHYBRIDPeople who divide their time between home and onsite
67、 work are the least likely to say that their pay is unfair.Non-hybrid,onsite workers are the most likely to say their pay is unfair.Location%of people who believe they are paid unfairly by LocationJAN 2022FEB 2022MAR 2022APR2022MAY2022JUN2022JUL2022AUG2022SEP2022OCT2022NOV2022DEC2022JAN2023273133353
68、5353534333333283292525323430272726303028282526221QUARTERLY WORKFORCE RESEARCH REPORTSECTION 1-WHAT IS THE TRUTH ABOUT PAY?As part of our ongoing monthly sentiment survey of 2,500 workers,ADP Research Institute asks people about their employment status.We give them many choices,
69、but those choices each fall into three distinct buckets:full-time,part-time,and contingent.We define contingent work as an independent contractor,consultant,or freelancer working on an as-needed basis for an organization.As you can see,contingent workers feel that their pay is more equitable than fu
70、ll-time or part-time workers.Employment Status%of people who believe they are paid unfairly by Employment StatusFULL-TIME32PART-TIMECONTINGENT3027%22QUARTERLY WORKFORCE RESEARCH REPORTSECTION 1-WHAT IS THE TRUTH ABOUT PAY?Perhaps unsurprisingly,the higher up a worker reports within the organization,
71、the more equitable they feel their pay is.Organization Level%of people who believe they are paid unfairly by Level30%35%40%45%20%15%10%5%0%25%JAN 2022FEB 2022MAR 2022APR2022MAY2022JUN2022JUL2022AUG2022SEP2022OCT2022NOV2022DEC2022JAN2023MIDDLE MANAGEMENTFRONTLINE MANAGEMENTINDIVIDUALCONTRIBUTORUPPER
72、MANAGEMENT32244672424242525303035403533333235393433737323434373838393523QUARTERLY WORKFORCE RESEARCH REPORTSECTION 1-WHAT IS THE TRUTH ABOUT PAY?Being on a team does affect whether a worker believes they are paid fairly particularly if the worker is only o
73、n one team.As part of our ongoing monthly sentiment survey of 2,500 workers,ADP Research Institute asks about team membership-specifically offering the following three options:Yes,I am a member of a team.Yes,I am a member of two or more teams.No,I am not a member of a team.Team Membership%of people
74、who believe they are paid unfairly by Team Membership40%30%20%10%0%50%60%JAN 2022MAR 2022MAY 2022JUL 2022SEP 2022OCT 2022NOV 2022DEC 2022JAN 2023FEB 2022JUN 2022AUG 2022TEAMTEAMSNO TEAM33353833030292924262726293838353839464444494043434736363434283031Both“Team”and“Teams”are at 31%APR 20222
75、4QUARTERLY WORKFORCE RESEARCH REPORTSECTION 1-WHAT IS THE TRUTH ABOUT PAY?%of people who believe they are paid unfairly by“On Best Team”and All Others40%30%20%10%0%50%60%AUG 2022OCT 2022DEC 2022SEP 2022NOV 2022JAN 2023BEST TEAMALL OTHERS3443438403235We also asked people if they are curren
76、tly working on“the best team theyve ever worked on.”Those people who replied“yes”are much more likely to respond that they are paid fairly.25QUARTERLY WORKFORCE RESEARCH REPORTAs part of our ongoing monthly sentiment survey of 2,500 workers,ADP Research Institute asks what kind of work people do spe
77、cifically offering the following three options:Those who do the same thing every day report higher levels of feeling that their pay is unfair.While this could be a proxy for level,as those doing the same work every day are typically not managers,it is surprising that the more standardized someones w
78、ork is,the more they may feel that their pay is not fair.This is unexpected,since with everyone doing the same job in the same way,one might expect peoples feelings of Pay Equity to be high but they are not.I have a level of freedom to use my expertise to create something new.I use a level of expert
79、ise to solve similar problems each day.I do similar repetitive tasks each day.Type of Work%of people who believe they are paid unfairly by Work TypeSECTION 1-WHAT IS THE TRUTH ABOUT PAY?I DO SIMILAR REPETITIVE TASKS EACH DAYI USE A LEVEL OF EXPERTISE TO SOLVE SIMILAR PROBLEMS EACH DAYI HAVE A LEVEL
80、OF FREEDOM TO USE MY EXPERTISE TO CREATE SOMETHING NEW393321%26QUARTERLY WORKFORCE RESEARCH REPORTSECTION 1-WHAT IS THE TRUTH ABOUT PAY?JAN 2022FEB 2022MAR 2022APR 2022MAY 2022JUN 2022JUL 2022AUG 2022SEP 2022OCT 2022NOV 2022DEC 2022JAN 2023As part of our ongoing monthly sentiment survey of 2,500 wor
81、kers,ADP Research Institute asks people how they spend most of their time in their current position using the following four response options:When the worker does work that they love and that they are good at,they are much less likely to say theyre paid unfairly.Things I love to do and am great at d
82、oing.Things I love to do but have to work at to do well.Things I do not love doing but am great at doing.Things I do not love doing and have to work at to do well.%of people who believe they are paid unfairly by“Love of Work”55%50%45%40%35%30%25%20%15%10%5%0%Love of Work4032323
83、63292929292628444947544543474940404147464127QUARTERLY WORKFORCE RESEARCH REPORTSECTION 1-WHAT IS THE TRUTH ABOUT PAY?SummaryHow much a worker gets paid matters-and so do their feelings about it.And those feelings about Pay Equity might have less to do with the number
84、s on a paycheck and more with other aspects of their working life.If you personally want to feel better about your pay,the data might suggest that you find contingent work,where you can be a hybrid worker,on a team filled with people who support one another,and where youre doing a lot of work that y
85、ou love and that youre good at.Obviously,this is not possible for every worker in every situation-but it is instructive to think about these ingredients of Pay Equity.Knowing these factors influence ones feelings of Pay Equity may not be consistent with the movement toward transparent pay.This is an
86、 area that we need to study more but does knowing everyones pay make people feel differently about their own?If youre an organization leader hoping to help your employees feel good about their pay,there are dials you can turn.Allow hybrid work schedules,put a strong emphasis on teams,and make sure t
87、hat managers are fitting people to work that they love.This doesnt mean you can“get away”with paying people less-it simply means that paying them a competitive wage might not be enough if these other elements are not in place.Getting these other elements in place puts a workers understanding of thei
88、r pay in a much more positive light.To learn more about workforce trends,go to www.ADPRI.org28QUARTERLY WORKFORCE RESEARCH REPORTSECTION 2-HAPPENING NOW IN PEOPLE ANALYTICSHappening Now in People AnalyticsSection 2:The Real Deal On Pay GrowthAfter laying mostly dormant for 40 years,inflation woke wi
89、th a vengeance in 2021,peaking at more than 9 percent in June 2022.While things have improved,the damage has been done.Price increases have eroded take-home pay,even with the rapid wage growth we saw in 2021 and 2022.ADP Research Institute analyzed the payroll data of more than 9 million U.S.workers
90、 at 16,000 employers across eight sectors to see how inflation affected wages in different industries and for people across the corporate hierarchy from front-line workers to senior executives.29QUARTERLY WORKFORCE RESEARCH REPORTSECTION 2-HAPPENING NOW IN PEOPLE ANALYTICSAt nearly every level of th
91、e corporate hierarchy,average wage growth,when adjusted for inflation,fell in 2022.One exception was level-three managers,executives who are fairly high in the corporate ranks.Their wages inched up 0.7 percent from the year before.Managers without direct reports also saw a slight real increase in ho
92、urly pay.For everyone else,real average hourly wages fell.Senior executives people above the level-three managers saw the steepest drop,with their earnings down 4.7 percent.From Front Lines to The C-SuiteAverage Real Wage Growth by Hierarchy-3.1%0.1%0.7%-3.7%-3.4%-4.7%-2.8%NON-MANAGERMANAGER W/O DIR
93、ECTFIRST-LEVEL MANAGERSECOND-LEVEL MNAGERTHIRD-LEVEL MANAGERFOURTH-LEVEL MANAGERAVERAGE30QUARTERLY WORKFORCE RESEARCH REPORTSECTION 2-HAPPENING NOW IN PEOPLE ANALYTICSInflations impact on pay varied greatly by industry.Where real wages for level-three managers were up overall,for example,managers in
94、 several sectors lost ground in 2022.Leisure and hospitality executives were the biggest outliers,with wages dropping more than 15 percent from 2021.Looking at specific industries as a whole,construction workers weathered cost-of-living increases the best in 2022,with real hourly average wages up ne
95、arly 3 percent.Finance was the only other sector that saw positive real wage gains,up 1.6 percent.Workers in leisure and hospitality,where salaries tend to be the lowest of any industry,saw average hourly wages fall more than anyone,down 4.6 percent.But high-paying sectors were not left unscathed.In
96、formation technology and professional business services employees saw steep real wage declines of 3.5 percent and 4.1 percent respectively.Construction Comes Out AheadReal Wage Growth by Industry2.9%1.6%-2.6%-2.6%-3.8%-2.9%-4.6%-3.5%-4.1%EDUCATIONTRADE,TRANSPORTATION&UTILITIESHEALTHINFORMATIONPROFES
97、SIONAL BUSINESS SERVICESMANUFACTURINGLEISURE&HOSPITALITYCONSTRUCTIONFINANCE31QUARTERLY WORKFORCE RESEARCH REPORTSECTION 2-HAPPENING NOW IN PEOPLE ANALYTICSAverage Real Wage Growth by Year2.3%-3.0%-2.8%202020212022In short,two years of high inflation have taken a painful toll.Workers feel underpaid i
98、n part because the value of their hard-earned dollar has been falling.32QUARTERLY WORKFORCE RESEARCH REPORTSECTION 3-THIS QUARTERS EMPLOYEE SENTIMENT SCORE CARDRespondents actively looking for a new job or interviewingIntent to LeaveTrustRespondents who say they feel seen,heard and valuedStrongly Co
99、nnectedEmployees who feel motivated to withstand workplace challenge and changeHighest ResilientRespondents who feel motivated to deliver their best at workFully EngagedFindings from our monthly survey of 2,500 U.S.workersEmployee SentimentThis Quarters Employee Sentiment Score CardSection 3:Respond
100、ents who completely trust their team leader and senior leaders33QUARTERLY WORKFORCE RESEARCH REPORTSECTION 3-THIS QUARTERS EMPLOYEE SENTIMENT SCORE CARDRespondents who feel motivated to deliver their best work.Fully Engaged%Fully Engaged30%20%10%0%30%20%10%0%Employees who feel motivated to withstand
101、 workplace challenge and change.Highly Resilient%Highly Resilient202081JAN 2022FEB 2022MAR 2022APR2022MAY2022JUN2022JUL2022AUG2022SEP2022OCT2022NOV2022DEC2022JAN20232021919181818JAN 2022FEB 2022MAR 2022APR2022MAY2022JUN2022JUL2022AUG2022SEP2022OCT2022NOV2022DEC2022JA
102、N202330%40%20%10%0%26252525252928282627242923JAN 2022FEB 2022MAR 2022APR2022MAY2022JUN2022JUL2022AUG2022SEP2022OCT2022NOV2022DEC2022JAN202334QUARTERLY WORKFORCE RESEARCH REPORTSECTION 3-THIS QUARTERS EMPLOYEE SENTIMENT SCORE CARD%Strongly ConnectedRespondents who say they feel seen,heard,and valued.
103、Strongly Connected26252627292928252628262726Respondents who completely trust their team leader and senior leaders.Trust%Who Completely Trust Their Team Leader and Senior Leaders30%40%20%10%0%2018JAN 2022FEB 2022MAR 2022APR2022MAY2022JUN2022JUL2022AUG2022SEP2022OCT2022NOV2022DEC
104、2022JAN2023Team LeaderSenior Leaders*Team leader line added May 3,202335QUARTERLY WORKFORCE RESEARCH REPORTSECTION 3-THIS QUARTERS EMPLOYEE SENTIMENT SCORE CARD30%20%10%0%Respondents actively looking for a new job or interviewing.Intent to leave%Who Are Actively Seeking Or Already Interviewing For A
105、 New Job020221818182121JAN 2022FEB 2022MAR 2022APR2022MAY2022JUN2022JUL2022AUG2022SEP2022OCT2022NOV2022DEC2022JAN202336QUARTERLY WORKFORCE RESEARCH REPORTThe mission of the ADP Research Institute is to generate data-driven discoveries about the world of work and derive reliable economic i
106、ndicators from these insights.We offer these findings as our unique contribution to making the world of work better andmore productive,and to bring greater awareness to the economy at large.For more information,visit ADPRI.org.About ADPAbout the ADP Research InstituteDesigning better ways to work th
107、rough cutting-edge products,premium services and exceptional experiences that enable people to reach their full potential.HR,Talent,Time Management,Benefits and Payroll.Informed by data and designed for people.Learn more at ADP.comThe ADP Logo,ADP,and ADP Research Institute are registered trademarks of ADP,Inc.All other trademarks and service marks are the property of their respective owners.Copyright 2023 ADP,Inc.All rights reserved.SECTION 3-THIS QUARTERS EMPLOYEE SENTIMENT SCORE CARD